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<br />. <br /> <br />. <br /> <br />. <br /> <br />City of Arden Hills Personnel Policy <br /> <br />Effective Jlule 29, 2002 <br /> <br />2. <br /> <br />If an employee fails to give thirty (30) days notice for a foreseeable leave with <br />no reasonable explanation for the delay, the leave will be denied until thirty (30) <br />days after the employee provides notice. <br /> <br />3. Notification for request for family /medicalleave must be submitted in writing. <br /> <br />Medical Certification <br /> <br />The employee must submit medical certification to support a request for leave because of a <br />serious health condition of a child, spouse, or parent of the "Certification of Physician or <br />Practitioner" form can be obtained from the City Administrator. It is to be completed by the <br />attending physician or practitioner and submitted to the City Administrator within fifteen <br />(15) days after requested or as soon as is reasonably practicable. The City may require a <br />second or third opinion at the City's expense. <br /> <br />Intermittent Leave <br /> <br />Leave requested because of a serious health condition of either a family member or the <br />employee may be taken intermittently or on a reduced schedule if such leave is deemed to be <br />medically necessary. <br /> <br />The employer may require the employee to transfer temporarily to an alternative position <br />with equivalent pay and benefits that better accommodates the intermittent leave than the <br />regular position. <br /> <br />All requests for intermittent leave will be evaluated on a case by case basis. <br /> <br />Return To Work <br /> <br />The employee will be required to submit a fitness for duty report prior to returning to work if <br />the leave was for the employee's own serious health condition. <br /> <br />Job Protection <br /> <br />1. An employee returning from family / medical leave will be reinstated in his/her <br />former position or a position equivalent in pay, benefits and other terms and <br />conditions of employment. <br /> <br />2. <br /> <br />The employee reinstatement rights are the same as they would have been had <br />the employee not been on leave. Thus, if the employee position would have <br />been eliminated or the employee would have been terminated but for the leave, <br />the employee would not have the right to be reinstated upon return from leave. <br /> <br />29 <br />